5 actions to optimally support your sales team

5 actions to optimally support your sales team

What does a sales team need? As a sales team manager, how do you best strengthen your people? We extracted the best five tips from our sales expert network that will give you immediate results. Take advantage of them!

Personalized one-on-one coaching 

Your team is made up of different personalities. "One typical sales profile" is a false assumption. Don't fall into the trap of coaching everyone the same way. Rather, engage in one-on-one conversations with a sales rep and genuinely listen to his or her interests and build on them. You will find that your coaching will be much more effective in no time. 

Set an example as a leader 

Setting goals for your business developers but not for yourself? Hammering on completing the CRM, but falling behind with your administration yourself? It seems so logical, but we still see it go wrong too often. Your CRM needs to be up-to-date. Your deals tracked perfectly on time. Setting the example as sales manager, you’ll ensure your team will follow suit. And if the "yeah, but it's so busy" excuse pops into your head right now, let Salesnudge help you save time.

Role play is the way (to success)

Role-playing is the best learning experience for a sales profile. Why? Because it’s okay to fall flat on your face in a safe environment. Your sales team learns the most from this because they get the right feedback in the moment and can take their experience to the field. This is also a good tip to apply during job applications, by the way. 

Provide high-quality content 

Your SDRs need high-quality content to do their job well. Making and following up on a sales call needs the right content. Also coach your people in getting the right information and content to the right person: what type of lead benefits from what content and form of information? 

Dare to focus on KPIs 

Sales is and always will be a numbers game. A funnel is shaped like it is for a reason: a lot has to go into it to get good results in the end. So don't coach on gut feeling, but make sure numbers are the common basis to base improvement actions on. That way you also take the feeling of a "personal attack" out of the conversation. The numbers are an objective basis to start from. From there you can start looking together at what went wrong, why and which actions can improve performance going forward.